C3.3 R2: Post documentation of Pharmacy Leadership mini-project

During this rotation I completed a mini-project learning about ADKAR in the context of some of the projects under Keith’s portfolio.

ADKAR model is a framework for understanding change at an individual level.

ADKAR represents an evidence based and systematic process for instituting change within an organization.

The ADKAR model has 5 components and all 5 elements must be in place for a change to be realized.

If you want to change the behaviours of a group of people:

Make them AWARE of the drivers for change

Provide motivation or DESIRE for them to particpate

Give them the KNOWLEDGE and skills needed to enact the change

Make sure the tools and support provide the ABILITY to behave differently

Monitor and REINFORCE the change.

Awareness: represents a person’s understanding on the change, why the change is being made and the risk of not changing. Awareness also includes info about the internal and external drivers that created the need for change as well as “what’s in it for me (WIIFM).”

Desire represents the willingness to support and engage in a change. Desire is ultimately about personal choice, influenced by the nature of the change, by an individual’s personal situation, as well as intrinsic motivators that are unique to each person.

Knowledge represents the info, training and education necessary to know how to change. Knowledge includes information about behaviours, processes, tools, systems, skills, job roles and techniques that are need to implement a change.

Ability represents the realization or execution of the change. Ability is turning knowledge into action. Ability is achieved when a person or group has the demonstrated capacity to implement the change at the required performance.

Reinforcement represents those internal and external factors that sustain a change. External reinforcement could include recognition, rewards and celebrations that are tied to the realization of the change. Internal reinforcements could be a person’s internal satisfaction with his or her achievement or other benefits derived from the change on a personal level.

It is vital that these 5 components arise sequentially, one cannot come up before the other outside of their order listed below, e.g. reinforcement cannot be actualized until you have some execution of change to reinforce and reward.

Due to confidentiality of the projects, the assessment of ADKAR in these projects is password protected. Please email me directly for the password. ADKAR mini project